Ethnicity pay reporting: A guide for UK employers
Guidance on navigating voluntary ethnicity pay reporting

Guidance on navigating voluntary ethnicity pay reporting
The moral case for pay fairness across all ethnic groups is self-evident. However, the CIPD Pay, performance and transparency 2024 report found that even though 40% of large organisations had carried out ethnicity pay gap analysis not all had published their analysis.
While ethnicity pay reporting has been voluntary up until now, the Equality (Race and Disability) Bill includes a commitment to require all large employers to publish data by ethnicity. The government has completed a consultation on how best to report this information, before it becomes the law, and you can read more about the CIPD response to this consultation. No matter the outcome of this consultation, workplaces can start preparing for reporting. This guide outlines the current guidance around voluntary reporting that can still be followed until any changes come into force. We will update this page once any changes are enforced.
This guide aims to:
To maximise the opportunities and minimise the challenges of ethnicity pay reporting, there are six principles the CIPD recommends:
Based on these six principles, the CIPD recommends employers publish annual ethnicity reports based on three key components:
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Compare the breakdown by ethnicity in your organisation against UK benchmarks.
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